Director Organisational Change and Engagement

Plan International was founded over 75 years ago with a mission to promote and protect the rights of children. The organisation was set up by British journalist John Langdon-Davies and refugee worker Eric Muggeridge in 1937, with the original aim to provide food, accommodation and education to children whose lives had been disrupted by the Spanish Civil W…

Director Organisational Change and Engagement

The Opportunity

• Plan International is at an important moment in its evolution. As we reshape how we work, strengthen our operating model and build the capabilities needed for the future, we are looking for a leader who can help turn organisational ambition into meaningful, lasting change.

• The Director of Organisational Change & Engagement will play a central role in shaping how change is led, understood and experienced across Plan International. This is an opportunity to influence major organisation-wide transformation, work closely with senior leaders, and help create the clarity, engagement and confidence needed for change to succeed.

• Leading Plan International’s enterprise approach to organisational change — using communications and engagement as key levers to drive understanding, adoption and lasting impact — the Director will connect strategy, people, communications and engagement to ensure major initiatives are coherent, people-centred and successfully adopted across our global organisation.

• The role will strengthen how we communicate our direction and priorities, deepen employee engagement, create opportunities for meaningful dialogue, and build the capability of leaders and managers to lead through change with confidence.

• As a key member of the Operating Model core team and other relevant change governance forums, the Director will ensure that people, culture, engagement and communications are considered from the outset in the design and delivery of major organisational change.

Key Deliverables;

Enable organisational change

• Shape and enable Plan International’s enterprise approach to organisational change — building shared frameworks and local capability— so major transformation initiatives are people-centred, connected and successfully adopted. Partner with senior leaders and transformation teams to shape change strategies, anticipate organisational impacts and risks, and strengthen readiness and adoption.

• Establish the frameworks, governance and approaches that enable effective and coherent change across Plan International.

• Establish and steward a network of change ambassadors across regions, country offices and functions to bridge central initiatives and local implementation, surface feedback and build local ownership of change

Build capability to lead, communicate and sustain change

• Strengthen the capability of leaders, managers and teams across Plan International to lead, communicate and navigate change effectively.

• Build organisational approaches, networks and learning that strengthen local ownership and embed new behaviours and ways of working.

• Use evidence, learning and measures of adoption and engagement to strengthen how Plan International delivers and sustains organisational change.

Enable change through communications and engagement

• Shape a clear and compelling organisational narrative that connects strategy, transformation, culture, impact and the priorities and messages that need to be consistently reinforced across Plan International and advise senior leaders on how they communicate and engage.

• Strengthen organisational listening and dialogue, using employee insight and feedback to inform decisions, build trust, strengthen engagement and improve how organisational priorities and change are shaped and delivered.